Digital natives
The balance of power on the workplace between employees and employers is changing. The impact of the coronavirus crisis on the labor market is affecting employees' career choices. In particular, Generation Z is driven to find a job with a higher purpose (purpose), in which their happiness in life also plays an important role. What is the difference between these young workers and the generation before them? And what should you do as an employer to successfully recruit Generation Z?
Millennials (born between 1980 and 1995) are no longer the young guns on the labor market. Generation Z (from 1996 to 2010) has been storming the labor market for some time. These digital natives, within the world of work, are looking for purpose, value diversity but also work happiness.
Entrepreneurship
Out research From Randstad, among 35,000 workers it appears that over 70 percent of employees are open to a new job and nearly a third of young people are actively looking for other work. Younger employees are also more willing to quit their job if their personal beliefs do not align with those of their employer. Almost half of millennials and Generation Z say they would not accept a job if it is not in accordance with their values on social and environmental issues.
In contrast to previous generations there is a growing number of young people who increasingly know what they want. Generation Z wants to have more control over their own work. Work-life balance also takes on a different meaning here: they are willing to work hard, but on their own terms. That is why more and more young people are choosing the freedom of entrepreneurship, as shown by research van het job-platform Zenjob onder 3.000 jongeren tussen de 17 en 27 jaar. Op de huidige arbeidsmarkt wil generatie Z zelf de touwtjes in handen hebben en zelf bepalen waar én wanneer ze werken.
How can you bind Generation Z to your organization?
We outline a number of important conditions for you.
Purpose more important than salary
Generation Z values the purpose and the mission of the company. Young employees want to contribute to society. They do not want to work for an organization whose social values and sustainability policy do not align with their own standards. Make sure you communicate the purpose of your organization well to the outside – via social media.
Strengthen your employer brand
Know what you project. Younger employees are more likely to check social media to see what the company stands for. It's smart to employer branding to examine closely. Zorg ervoor dat kandidaten jouw bedrijf aantrekkelijker vinden dan andere bedrijven. Een aantrekkelijke werkplek is belangrijk voor het werven van nieuwe medewerkers.
Hybrid working
The world of work has changed profoundly because of the coronavirus crisis. More and more people want to be able to work flexibly in all kinds of ways: it new works . Check whether it is feasible to offer flexible work options. Consider location (office or home), working hours (per week or per day) or the type of employment (permanent, temporary or per assignment).
Self-development and professional growth
Personal and professional growth is important for the younger generation. Think of support in creating a good work‑life balance, but also how they can progress in their careers. It is important that attention is also paid to employees' soft skills.
